Head HR 'Midsize MNC' Mumbai

Required :

* 10 Yrs + Exp
* XLRI/TISS/SIBM/JBIMS 88 - 95 Batcher
* Service Industry exp preferred
* Should be handling a team of HR Professionals today .
* Position reports to CEO & MD in India and SVP & Director HR -Asia Pacific
* Industry -Insurance
* Current Employee Count of company -275

Send CV's to careers@hdfcchubb.com , Putting Subject line as 'Head HR' , mentioning current/expected CTC would help . All Resumes would be treated confidential and the e
mail ID mentioned above has a single user access .

Skills and Competencies:
The individual should possess a university degree and have 10-15 years prior human resources experience in a cross border multi-country environment. Fully conversant and knowledgeable of Human Resources best practice. Good and proven oral and written communication skills in English. Good listening and interpersonal skills.
Excellent relationship management and planning, development & organization skills. In-depth understanding of legislation pertaining to employment law in India.
Analytical, a self-starter most importantly, strong leadership skills

The Job:

This role which is responsible for leading all the human resource functions for India.
Provides HR strategic services to drive employee performance in order to maximize business results. Ensure organizational effectiveness through proper alignment of resources, processes, structure and culture with business strategies. Work collaboratively with business leaders to deliver innovative HR solutions and approaches focused on driving the success of their business. Continuously assess and monitor the organization’s progress toward attaining short- and long-term objectives, and design and implement programs and processes that further those goals. Be a business partner in overall strategic business planning and consultant to line
managers on various HR issues.

Major Areas of Accountability:

Talent Management: Direct activities relating to the effective use and deployment of human resources – both strategically and tactically – to achieve business objectives. Facilitate efforts in talent management, including annual ranking and review processes. Ensure the assessment of short and long-term individual and organizational development needs, and identify programs and processes to address those needs. Focus development efforts on high potential talent. Provide coaching to managers on effective management strategies.

Change Management: Provide ongoing advice and guidance on organizational change impacts. Conduct analysis of business plans and identify opportunities for proactive change management interventions. Champion of change in a balanced way.

Staffing: Provide leadership in establishing in a strategic talent mindset among all hiring managers. Proactively assist hiring managers in establishing a robust staffing strategy. Assist management in assessing their talent needs, and develop plans that allow those needs to be met.
Manage resource allocation.

Employee Relations: Provide advice and counsel to managers and employees on matters of conflict resolution and other employee relations issue.
Assist in the identification of internal or external programs and resources to address individual or organizational employee relations issues.
Aggressively manage under-performers.

Learning and Development: Lead learning and development needs and situation analyses to identify business-specific needs. Provide input to content, solution, and diagnosis development.

Performance Management: Lead performance management strategies, and train leadership and employees on processes and practices. Serve as a coach to support managers in individual performance improvement efforts.

Rewards: Assist in the establishment of best practices compensation programs by providing business-specific insight and feedback to the Zone Compensation & Benefits Manager. Advise and counsel management in the effective use of rewards and recognition to support the retention of top talent including high potentials. Serve as source of input in the development and implement of an effective total rewards communication strategy. Develop analyses for customer to demonstrate line of sight
between rewards and business results.

Business Projects: Participate in the development ofbusiness plans andstrategies to ensure the consideration of HR/people implications and to provide effective counsel to management. Effectively communicate businessstrategies and objectives, and implement changeinitiatives designed tosupport those goals.

Organization Environment: Coordinatebusiness-specific culture buildingactivities and assess the effectiveness of HRprograms. Serve as abusiness champion and exemplar of organizationalvalues, employment brandand ethics. Act as a voice of the customer back toHR.

send cv's to
careers@hdfcchubb.com